I wrote a short mini-article, 'Let's get physical', for Training Magazine Europe this week. Drawing on principles from Gestalt, it describes a brief coaching intervention with a new manager that involved physical experimentation, not just conversation. The results were quick and dramatic.If you're interested in looking further into this approach, have a glance at a previous Gestalt coaching article: 'Just do it.' It describes a longer case study along with the theoretical principles that underpin it. Also have a look at Simon Stafford-Townsend's brilliant blog: 'Experimentation in Gestalt therapy'.I would be very interested to hear from others who have used this type of experiemental approach in coaching, group facilitation etc. What was the issue, how did you approach it, what happened as a result? I look forward to hearing from you!

Thanks Terrence. You are a great encourager! I'd be very interested to hear of any experiential techniques you have used in your own work too. With best wishes. Nick

Reply

Simona Costea

22/5/2015 06:36:32 pm

I love it!

Reply

Nick Wright

22/5/2015 06:37:06 pm

Thanks Simona! :) All the best. Nick

Reply

Dr Billy Coop

22/5/2015 07:39:13 pm

Hi Nick, Interesting article. I have been involved in Action Learning for the past 18 years, so while your article is focused on the individual, I believe that there could be applications even in a group environment. Regards Billy

Reply

Nick Wright

22/5/2015 07:41:59 pm

Hi Billy and thanks for the note. I've used similar techniques in team facilitation and coaching. However, I haven't tried it in an action learning environment...yet! You've got me thinking. Would love to hear if you've used any experimental techniques in your AL practice. I'm always keen to learn. :) With best wishes. Nick

Reply

Denise Harris

28/5/2015 04:44:41 am

I like this idea and can see how it might be very useful. I had a coachee who was struggling with a colleague's sarcastic remarks but was anxious about initiating the 'difficult conversation'. I tried the 'imagine I am her' approach but my coachees came across as a 'headmistress' and struggled to change her body language and tone. I then suggested she imagine she was going to give her colleague a nice gift. Her tone and body language changed completely. At our next meeting, she told me (with a significant level of surprise) that the colleague had not made any more sarcastic remarks since our last meeting. There was never any need for the 'difficult conversation'!